Revenue Operations Manager

Instawork; San Francisco (CA); On-site; USD 130,000 - 170,000; Full time

Benefits offered by this job

Base salary: $130,000 - $170,000

Equity in the form of stock options

Medical, dental, and vision plans

Flexible paid time off

Phone stipend

Commuter stipend

401(k) plan

Job summary

Instawork is hiring a RevOps Manager in San Francisco to streamline compensation processes across teams while leveraging AI tools. You'll be responsible for automating variable pay and quota-setting, ensuring accurate monthly and quarterly cycles, and collaborating with Finance and Sales. Applicants should have over 3 years of experience in revenue operations and should be proficient in SQL and AI tools. The position offers a competitive salary between $130,000 - $170,000 with benefits including stock options, medical coverage, and flexible paid time off.

Qualifications

• 3+ years in revenue operations, sales operations, sales compensation, or a related function.
• Comfort directing AI to write SQL and validate outputs.
• Daily working fluency with AI tools such as ChatGPT and n8n.

Responsibilities

• Own variable pay and quota-setting across the GTM organization.
• Translate existing comp processes into automated workflows.
• Run monthly and quarterly comp cycles, resolving discrepancies.

Skills

Revenue operations

Sales operations

AI tools

SQL fluency

Cross-functional collaboration

Tools

Salesforce

Mode

Looker

Job description

Instawork is on a mission to create meaningful economic opportunities for skilled hourly professionals in communities around the globe. Our AI-powered labor marketplace helps local businesses scale, and enables global technology companies to push the frontiers of robotics and AI. Backed by world‑class investors like Benchmark, Spark Capital, Craft Ventures, Greylock, Y Combinator, and others, we’re looking for exceptional talent to reimagine the way the world works.

We’re hiring a RevOps Manager to own variable pay and quota‑setting across our GTM organization, automate the majority of this cycle, and support/automate other RevOps functions – from analytics and forecasting to process improvement and tooling.

Who You Are

• 3+ years in revenue operations, sales operations, sales compensation, finance, or a closely adjacent function, with hands‑on ownership of sales comp work
• Daily working fluency with AI tools (Claude, Cursor, ChatGPT, n8n, Replit, or similar)
• At least one shipped agentic workflow, internal tool, or skill that took real work off your plate or someone else’s, with specifics on what it does and what it saves
• Comfort directing AI to write SQL and validate outputs against source data. Independent SQL fluency is a plus
• Cross‑functional working style with Finance, Legal, and Sales leadership

Nice to Have

• Audit support experience, with a habit of flagging issues in comp data, plan mechanics, or payouts before they escalate
• Familiarity with usage‑based comp plans and the attribution challenges they create
• Experience with commission management platforms
• Exposure to Salesforce data model, dbt, and BI tooling (Mode, Looker)
• Experience leading or co‑leading an annual comp plan redesign

What You’ll Do

AI & Agentic Automation

• Translate the existing SQL‑and‑spreadsheets comp process into agents, skills, and workflows so each cycle takes less manual work than the last.
• Examples we’d want to see from you in your first year: a payout‑audit agent that pre‑flags discrepancies against source data, a methodology skill that drafts and pressure‑tests plan changes, an n8n workflow that routes rep escalations to the right reviewer, a Replit app that lets sales managers self‑serve crediting questions, an agent that builds rep statements and explains the math.
• Tools we use today: Claude, Cursor, ChatGPT, n8n, Replit. You don’t need a software engineering background. You do need a track record of shipping automations that took real work off someone’s plate.

Comp Operations

• Run monthly and quarterly comp cycles for all GTM teams. Resolve discrepancies, reconcile with Finance and Payroll, run close QA. On‑time cycles, errors caught before they “escalate”.
• Own the quarterly target‑setting pipeline. Collect inputs, generate targets, drive approvals with the VP of Sales and CFO, finalize and distribute target packages. Partner with analytics on dashboards that make targets transparent to managers and reps.
• Handle new‑hire guarantees, crediting exceptions, split credit decisions, LOA and territory moves, SPIFF design and payout, and manager‑level comp questions. Sales and Finance judge the function on these calls.
• Own weekly and monthly forecast roll‑ups across our GTM segments. Pressure‑test rep and manager calls against pipeline data. Surface gaps to the VP of Sales and CFO before they show up in QBRs.
• Build and maintain pipeline dashboards covering coverage, stage conversion, velocity, and aging. Tie metrics back to compensation so managers see the full picture.
• Partner with FP&A on bookings forecasts, attainment modeling, and capacity planning for the next fiscal year.
• Lead the annual comp planning cycle. Frame the plan, construct it across teams, run review and approval cycles with the CFO, CEO, VP of Sales, and other leadership. Manage Legal review and acknowledgment. Run the rollout. Own the retrospective.
• Bring a point of view on how plans are designed, how targets are set, and how the process runs. Identify changes that improve fairness or speed, then ship them in the next cycle.

What Success Looks Like

• First 90 days: Complete monthly comp cycles, partner on a quarterly cycle and one target‑setting cycle. Know every plan and the people who own them. Ship your first agent or workflow that takes a piece of the cycle off the team’s plate.
• First 6 months: Own a quarter‑close from source data through payout. Propose specific changes to the operating process, backed by hours saved from the automations you’ve shipped. Take on forecasting & pipeline analytics work and partner on your first forecasting cycles.
• First 12 months: Lead the annual plan design & capacity planning process. Show a portfolio of automations that save time in every subsequent cycle. GTM and Finance leaders bring comp questions to you first.

Benefits – CA Based Applicants

• Base salary: $130,000 - $170,000.
• Equity in the form of stock options.
• Medical, dental, and vision plans with coverage beginning on the date of hire.
• Flexible paid time off.
• At least 8 paid company holidays annually.
• Phone stipend.
• Commuter stipend.
• Supplemental pay on qualified leaves.
• Employee health savings account (HSA) contribution.
• Flexible spending plans.
• 401(k) plan.
• Perkspot – discount program through Lumity.

We do not discriminate on the basis of any protected class under applicable laws and we encourage a diverse range of applicants.